Attrition and Its Effects
Table of Contents What is attrition? 3 What are signs of attrition? 3 Calculation of Attrition Rates 3 Attrition rates in India 4 The highlights of the study in question are as follows:- 4 Costs of Attrition 7 Causes of Attrition 9 Survey details and insights 11 What can organizations do to retain employees 16 Short-term Actions 16 Long-term Actions 17 Retaining the “Game Changers” 18 References 20
ATTRITION – CAUSE AND EFFECT
What is attrition?
Attrition is the reduction in workforce by means of resignations, retirements and death. It is also known as total turnover or wastage rate. Turnover is defined as a change in the workforce due to accessions, quits, discharges, and layoffs. The difference between the two is that attrition is a function of a declining workforce, whereas turnover is the function of a stable or expanding workforce.
In the modern context, both these terms are used interchangeably. But, one thing is common; both attrition and rising employee turnover results in major organizational and financial stress.
What are signs of attrition?
High turnover or attrition and low employee morale in all or part of the organization are two major indicators of an ineffectual work environment. Related workplace indicators that may exist in such a situation include * Rising conflicts * Multiple complaints * Low employee engagement * Poor company health * Diversity or inclusion objectives being unrecognized or going unmet * Employee indifference
These factors can reinforce or drive each other – a problem with one can create or exacerbate problems in all others.
Calculation of Attrition Rates
Attrition rates are calculated based on a monthly, quarterly and yearly basis. The simple formula for calculation of 1. Employee turnover per month = (Number of separations during the month /Average number of employees during the month) * 100 2. First year turnover rate = (Number of employees who leave after less than 1 year of
ATTRITION – CAUSE AND EFFECT
What is attrition?
Attrition is the reduction in workforce by means of resignations, retirements and death. It is also known as total turnover or wastage rate. Turnover is defined as a change in the workforce due to accessions, quits, discharges, and layoffs. The difference between the two is that attrition is a function of a declining workforce, whereas turnover is the function of a stable or expanding workforce.
In the modern context, both these terms are used interchangeably. But, one thing is common; both attrition and rising employee turnover results in major organizational and financial stress.
What are signs of attrition?
High turnover or attrition and low employee morale in all or part of the organization are two major indicators of an ineffectual work environment. Related workplace indicators that may exist in such a situation include * Rising conflicts * Multiple complaints * Low employee engagement * Poor company health * Diversity or inclusion objectives being unrecognized or going unmet * Employee indifference
These factors can reinforce or drive each other – a problem with one can create or exacerbate problems in all others.
Calculation of Attrition Rates
Attrition rates are calculated based on a monthly, quarterly and yearly basis. The simple formula for calculation of 1. Employee turnover per month = (Number of separations during the month /Average number of employees during the month) * 100 2. First year turnover rate = (Number of employees who leave after less than 1 year of
References: 1. http://blogs.payscale.com/compensation/2010/02/how-to-calculate-employee-turnover.html 2. http://en.wikipedia.org/wiki/Turnover_(employment) 3. http://www.expresscomputeronline.com/20050822/technologylife01.shtml 4. http://www.financialexpress.com/news/calculating-employee-attrition/78891/0 5. www.assocham.org/arb/aep/attrition-rates.doc